The U.S. Department of Labor (DOL) filed a lawsuit against Palantir Technologies for systemic discrimination toward Asian applicants. The Palo Alto-based technology company used discriminatory hiring process that routinely eliminated Asian applicants in the resume and telephone interview process, providing preferential treatment towards white applicants.Palantir faces a lawsuit following a routine compliance audit by the Office of Federal Contract Compliance Programs (OFCCP) that found the company had been in violation of its affirmative action obligations. The company’s violations were unable to be resolved through a conciliation process, resulting in further action by the DOL. The DOL filed the suit with the Office of Administrative Law Judges with the objective of ending the company’s discriminatory hiring practices and provide relief to the affected class members.OFCCP Allegations and Findings:
- Palantir was found to be in violation of Executive Order 11246since 2010.
- Palantir discriminated against Asian applicants during the hiring and selection processes for software engineering positions.
- Palantir routinely and systemically eliminated Asian applicants during the resume and telephone interview process, despite Asian applicants being equally qualified as white applicants.
- Palantir was hiring the majority of job applicants using a discriminatory employee referral system.
- The lawsuit will seek complete relief for the affected class, including back pay with interest, retroactive seniority and any additional lost employment benefits.
TakeawayPalantir is a federal contractor providing data and software analysis services to the U.S. Department of the Army, the U.S. Special Operations Command, and the U.S. Department of Justice’s Federal Bureau of Investigation. The combination of using a discriminatory hiring system based on referrals and the tech company’s unethical hiring process resulted in the systemic discrimination toward Asian job applicants. Palantir is now facing a costly lawsuit and is at risk of the OFCCP canceling all of the company’s federal contracts.Under affirmative action requirements, federal contractors are obligated to ensure their hiring policies and practices are not discriminatory. In order to ensure your company is not discriminating during the hiring processes; review your entire hiring/selection process, interview hiring managers, audit the company’s hiring data by conducting an impact ratio analysis. It is also in your best interest to consult with an affirmative action expert to review your data and assist in addressing any red flags or issues in your process.If you have any questions concerning your affirmative action requirements or hiring processes contact Career Resources at email@example.com.